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CLEVELAND, Ohio -- Passion both for and against state Issue 2 continues to heighten in the 24 hours leading up to Tuesday's vote.

Anti-Issue 2 campaigners stepped up their door-to-door efforts today with the help of AFL-CIO President Richard Trumka, who was aided by Columbia University students for the canvassing of households in Northeast Ohio.

The Issue 2 battle has been drawing national attention as Ohio has become the new and most contested battleground over collective bargaining for public employees.

The choice facing voters is this:

A “yes” vote would preserve Ohio's new collective bargaining law.

A “no” vote would repeal it.

Polling appears to show that the issue will fail Tuesday, but Republican Ohio Gov. John Kasich continues to stump for preserving the new law, commonly known by its legislative name, Senate Bill 5.

The bill was a dramatic rewrite of Ohio’s collective bargaining law, originally passed nearly 30 years ago.

Reduces the collective bargaining power of about 360,000 public workers in Ohio. The current collective-bargaining law gives workers the right to negotiate on a broad scope of topics including wages, hours, working conditions and any provision from an expiring contract that an employer wants to change. Under SB 5, workers no longer have the right to bargain changes from a previous contract. Certain topics that have been central to negotiations, such as health care benefits, can’t be bargained anymore. Several other topics can be bargained only if management agrees. These topics, known as “management rights,” include the right to decide employee qualifications, starting and quitting times, work assignments, promotion rules and other topics.

Bans public-worker strikes.

Eliminates binding arbitration, a process allowing a third party to impose a settlement when a union and management reach an impasse, and replaces it with a process that gives a governing body, such as a city council, the final say on a union contract.

Eliminates “fair-share fees” - required payments to unions from workers who choose not to join their union. Fair share fees currently can be included in a collective-bargaining agreement as a term of employment.

Places caps on paid personal days (three), paid holidays (12) and the amount of unused sick and vacation time a worker can cash in upon retirement.

Eliminates automatic pay raises based on seniority and establishes a performance-based pay system.

Prohibits seniority from being the sole factor considered when workers are laid off.

Requires public workers to pay at least 15 percent of their health care costs and to contribute at least 10 percent of their salary toward their pension.

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